I've been a manager for over 20 years, but after being recently promoted into a Senior Leadership role, I'm struggling a bit with the balance between "core hours" and tracking the minutes of exempt employees.
My staff works on a variety of projects, all with deadlines. The "core hours" of the company are 8:30-5:30 every day, but policy allows for flexible scheduling, as agreed between the employee and his/her manager.
Over the past year, we've missed more deadlines than we've hit. There are all sorts of external reasons for this (lack of commitment from other departments, IT issues, etc.), but certainly one of the issues appears to be that a number of the staff are beginning to work a schedule that looks a lot more like 9-5 than 8:30-5:30.
I know that the feedback should be all about the results of the projects, not the time employees work, but is there a point at which I can/should address time directly? I don't really care if someone works 35 hours a week or 50 hours a week, so long as the work is done on time and with high quality (their work AND the team's work). How can I (and my managers) reset expectations that to do the job, you have to be at the job without treating the staff like non-exempts?